his proposed scenario raises huge ethical concerns. Ability surveys came into existence in an effort to improve overall retention and provide shareholders with better results from their respective organizations. D. L. Harville (1997) reviews various studies conducted throughout the 1980s and 1990s and comes to the conclusion that the deterrence from general ability testing has decreased the overall candidate pool that once consisted of high-caliber talent but instead now fosters unproductive and mediocre job seekers. (pp. 399-408).
Assume you gave a general ability test, measuring both verbal and computational skills, to a group of applicants for a specific job. Also, assume because of severe hiring pressures, you hired all of the applicants, regardless of their test scores.
How would you investigate the criterion-related validity of the test?
The scenario regarding to hiring here is completely unethical and it might prove to be fatal in the long run. The sorting of the applicants for job positions should be done on the basis of their qualifications, abilities and experience. All these things are really very crucial for hiring a person to fulfill their job roles (Nkomo, Fottler & McAfee, 2010). When the advertisements for jobs are posted on the newspapers, social media or websites, the organizations mention all the necessary capabilities that should be important to get the jobs. Sometimes the recruiters or HR managers have huge pressures of recruiting new employees for the overall growth and expansion of the company.
This scenario tells of a scenario where the recruiter of the company has been forced to recruit a good number of employees without observing the scores of the general ability tests. It must be said in this context that the general ability test scores are highly crucial for measuring the capacities of the employees (Nkomo, Fottler & McAfee, 2010). If the overall capacity of the workers is not measured properly, it will really turn out to be disastrous. Many surveys have been done on this issue and researchers have found out the concerns as well. The ethical concerns regarding this scenario are the fact is it will hamper the standard of the employees and quality of the work in all the sense (Donovan, Dwight & Schneider, 2014). Therefore, it will really be very much problematic for the organization to cope up with the problems that the management will face in retaining the clients. The customers do not care for the growth and expansion of the company but they only want their services to be delivered properly with good quality (Harville, 1997).
Due to this activity of the recruiter of the scenario, the organization might probably face financial distress in the future. Critics are of the opinion that the companies have to invest their resources on the employees to get their returns on time. The perfect quality of work should be mixed with productivity as well (Nkomo, Fottler & McAfee, 2010). These two factors are crucial for the overall success of the organization. Here, the recruiter has not even observed the test scores. He might have recruited some employees who might have got very low scores and is not suitable for that particular job role (Donovan, Dwight & Schneider, 2014). This is why the company would face several problems when that particular employee will hit the floor. The case of resume management is a very significant aspect of the recruiters.
The recruiter should have hired few applicants by over viewing their resumes and identifying their core competencies. The verbal interviews could prove to be decisive and enough for recruiters to understand the approach of particular candidates. Recruiters should always care for the future benefits of the organizations. In this case, he should have observed the test scores and shown it to his higher management (Harville, 1997). This could have convinced the management that investing in incompetent candidates would prove to be problematic for the organization and this would question their reputation about quality as well.
I have just received your post and read it minutely. You have made some good points that are effective for the scenario. I have also found this scenario to be quite unethical from certain grounds. The ethical factors re quite critical here. I also believe that capable and worthy employees should always be hired by the organizations because their primary concern is to deliver the best quality services for their clients. The reputation of the company will depend upon the good words spread by their clients (Donovan, Dwight & Schneider, 2014). This will be helpful for the company to retain their old clients and gain new ones as well. This can only be done if the company can hire good employees. Otherwise, they will suffer a lot to retain their clients. This will also create a negative environment in the organization.
This type of negative organizational culture will reflect on the motivation of other employees as well. I think employees within an organization will only thrive to work better if they find their colleagues to be very talented and hard working. I also agree with your point that the practice of general ability testing has gone down because the candidates of the current times are mostly mediocre (Harville, 1997). This is probably one of the reasons as to why the quality of workers is not that high anymore. Initially the recruiter will be able to gain incentives but he will feel the problems in the future. If incapable employees are recruited, they might not be needed later and this would be a waste of resource. I believe that these incapable employees might opt for doing something i.e. completely unjustified and dishonest. In turn, it will ruin the organizational reputation (Harville, 1997). I will quote some Biblical passages that will support your view of hiring the most capable employees for these job roles.
“Whatever you do, work heartily, as for the Lord and not for men” (Colossians 3:23).
“Show yourself in all respects to be a model of good works, and in your teaching show integrity, dignity, and sound speech that cannot be condemned, so that an opponent may be put to shame, having nothing evil to say about us” (Titus 2:7-8). (Roberts, 2015).
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Donovan, J. J., Dwight, S. A., & Schneider, D. (2014). The impact of applicant faking on selection measures, hiring decisions, and employee performance. Journal of Business and Psychology, 29(3), 479-493.
Harville, D. L. (1997). Employment test usage as a predictor of gross domestic product. Journal of Business and Psychology, 11(3), 399-408.
Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2019). Job and work analysis: Methods, research, and applications for human resource management. Sage Publications.
Nkomo, S. M., Fottler, M. D., & McAfee, R. B. (2010). Human Resource Management Applications: Cases, Exercises, Incidents, and Skill Builders. Cengage Learning.
Roberts, G. (2015). Christian scripture and human resource management: Building a path to Servant leadership through faith. Springer.
Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
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